This article provides a description of an 18-month pilot program focused on the leadership development of the next generation of research administrators (RAs) in the State University of New York system (SUNY). The key questions for the evaluators were: 1) can we create a developmental program that effectively prepares the next generation of RAs;…

Training is critical for the growth of the evaluation profession as more qualified and competent individuals will be required to meet the increased demand for evaluation. This paper deals with the training needs of professionals and is based on a part of a study on the status and challenges of educational program evaluation in the Asia-Pacific…

Most countries in South Asia are either in the middle-income bracket or moving towards it; to move up the value chain towards higher incomes, they need more skilled people and larger investments in infrastructure. The combination of globalization, technological advancement, unprecedented labour mobility, and the demographic dividend offers them…

The recruitment of sufficient numbers of suitably qualified teachers into headship is an international issue and to address this in Scotland alternative headship preparation programmes were trialled to provide greater flexibility in order to better match the individual development needs and circumstances of the aspirant head teachers. Drawing from…

This virtual conference was the eleventh in a series of moderator-driven discussions introduced by UNESCO-UNEVOC in 2011. Conducted on the UNEVOC e-Forum--a global online community of over 4,000 members--and guided by an expert, these discussions provide a platform for sharing of experiences, expertise and feedback and wish to inspire people to…

Purpose: In recent years, the literature on program evaluation has examined multi-stakeholder evaluation, but training evaluation models and practices have not generally taken this problem into account. The aim of this paper is to fill this gap. Design/methodology/approach: This study identifies intersections between methodologies and approaches…

This case study reveals a series of significant and effective changes that resulted from administering a needs assessment to managers working in a bank undergoing a major change in the organizational culture. The assessment changed not only the training objectives or the client organization, but also the training design. What originally began as a…

Explores how to evaluate an existing self-study training course and determine whether it is better suited to an instructor-led format. Discusses determining the need, converting to an instructor-led format, benefits of instructor-led training, and evaluating the training. (LRW)

The purpose of this study is to examine the impact of training program characteristics on training effectiveness among organizations receiving training services from external training providers. Two surveys were sent to HRD managers and senior managers per company. The results showed that the operational margin of the programs where private…

This report describes the self-reported training needs of advisors to self-advocacy groups for people with mental retardation in the United States. The results of a telephone survey of 90 advisors indicate that because of time, financial, and interest issues, training opportunities for advisors need to be time sensitive, inexpensive, and…

The purpose of this publication on agency training evaluation practices is to share approaches used by federal agencies to assess needs and measure training effectiveness. Emphasis is placed on the process of evaluation. Names of the agencies and highlights of the examples used by each follow: (1) Plant Protection and Quarantine (Department of…

Current federal youth employment programs have failed to meet the employment needs of disadvantaged youth. Programs should be revised to: (1) require all participants to receive remedial academic instruction on the high school level; and (2) train participants in at least one vocational skill for which there exists a local demand for youth…

The author presents nine typical situations where training failed to transfer and tips on how the problem could have been avoided. Situations include rocking the boat, mismatching courses and needs, supervisory slipups, losing track of what training employees need, and no help applying skills back on the job. (CT)

The purpose of this document is to share various approaches used by federal agencies to assess needs and measure training effectiveness. The emphasis in the descriptions is on the evaluation process rather than on the results. One program was evaluated by employing return-on-investment (ROI) data and using volunteer line personnel who conducted…

A survey of foster care workers and foster families in three rural Colorado counties identified needs for developing a foster care training program. The survey gathered information on the extent of current training, the importance of including foster parents and workers in a training program, types of training that should be used, and an…